About the role
- Own the design, documentation and continuous improvement of TAM’s people processes across the current intended scope.
- Set standards, controls and service levels that Field HR and Administration execute against.
- Build VISL’s C&B capability as a priority: salary structures, increments, variable pay, benchmarking and budgeting.
- Ensure annual compensation cycles are accurate, on time and fairly governed.
- Run goal setting, performance management, talent reviews and succession processes end-to-end.
- Provide talent data and insight that leadership uses for decisions.
- Guide the L&D and engagement stream on capability priorities, programmes and engagement action planning.
- Design lifecycle experiences that are consistent across regions.
- Govern payroll, statutory compliance, HR technology, MIS, master data and audit, including outsourced partners.
- Drive automation of routine work (onboarding, master-data workflow, MIS, compliance tracking) with clear ownership.
- Lead HR integration for Purva, Midex and future acquisitions and coordinate new HR initiatives.
- Plan communication and adoption so new processes actually stick.
- Annual cycles (goal setting, PMS, increments, variable pay) delivered on schedule
- Payroll accuracy and on-time disbursement
- Statutory compliance and audit observations closed
- Process documentation coverage and adoption across regions
- MIS / master-data accuracy and timeliness
- HR technology adoption and automation milestones
- Learning coverage and effectiveness; engagement action-plan closure
- Vendor service-level performance
- Chief People Officer
- Head – Field HR and Regional HRs
- Corporate HR / Talent Acquisition
- Head – Administration
- Finance, IT and business leadership
- Payroll, compliance and HR technology partners
- Compensation benchmarking and L&D partners
- Auditors
- Owns process and policy design proposals for approval
- Sets standards and controls for COE streams and outsourced partners
- Recommends compensation and talent decisions to the CPO
- Exact financial authority to be confirmed against VISL’s Delegation of Authority
Knowledge and skills
- Compensation design, budgeting and analytics
- Performance and talent management design
- Payroll and statutory compliance governance; managing outsourced partners
- HRMS implementation and automation (Keka or similar); ERP interface (SAP)
- Process design and change management
Cultivates InnovationThoughtMust-haveInnovation, Frugality & SustainabilityDesigns new and better HR processes, pilots them and scales what works.Balancing StakeholdersThoughtMust-haveUnified in IntegrityDesigns processes that work for employees, managers, regions, Finance and the leadership at once.Digital QuotientThoughtMust-haveInnovation, Frugality & SustainabilitySets the HR technology and automation roadmap; uses data for decisions on pay, talent and process.Optimises Work ProcessesResultsMust-haveInnovation, Frugality & SustainabilitySimplifies and integrates people processes so regions deliver without intensive oversight.Ensures AccountabilityResultsMust-haveOwnership & Entrepreneurial SpiritHolds stream leads and partners to clear metrics, milestones and controls.Instills trustSelfMust-haveUnified in IntegrityProtects confidential pay and employee data; is consistent and transparent in decisions.Customer FocusThoughtGood-to-haveCustomer Centricity & Service ExcellenceDesigns processes around what employees and managers actually need; uses their feedback to improve.ResourcefulnessResultsGood-to-haveInnovation, Frugality & SustainabilityBalances many streams and partners; builds capability without adding cost unnecessarily.Closing CapabilityResultsGood-to-haveQuality & On-Time ExcellenceDelivers annual cycles and projects to deadline, every time.CollaboratesPeopleGood-to-haveUnified in IntegrityCo-designs with Field HR, Administration, Finance and IT rather than designing in isolation.Attracts Top TalentPeopleGood-to-have—Builds a strong specialist team in C&B, analytics, L&D and HR operations.Drives engagementPeopleGood-to-haveUnified in IntegrityKeeps the COE team motivated and recognises good work.Situational adaptabilitySelfGood-to-haveOwnership & Entrepreneurial SpiritRe-prioritises the design agenda as business and integration needs change.Self-developmentSelfGood-to-have—Keeps own expertise current in C&B, HR technology and talent practice.EXPECTED BEHAVIOURS – LEVEL 5Behaviors as defined in the Vashi competency framework (BARS) for this level. The full rating anchors are used in the competency-based interview guide and performance reviews.CompetencyBehaviors expected
Cultivates InnovationCreating new and better ways for the organization to be successful.
- Nurtures and develops promising ideas through prototyping and experimentation.
- Challenges others to develop breakthrough solutions.
- Ensures that varied perspectives are included in the process of innovation.
- Encourages others to address challenges in new and better ways.
- Draws on multiple stakeholder perspectives and approaches to find optimal solutions.
- Encourages others to seek perspectives from stakeholders.
- Ensures that others demonstrate strong ethics and cross-cultural sensitivity when making decisions.
- Helps others identify and anticipate stakeholder requirements, expectations, and needs.
- Strategic digital vision
- Integrating digital into business strategy
- Leading large-scale digital transformation.
- Data Driven Decision Making
- Analyzes problems and process breakdowns to ensure that improvements are made.
- Focuses others on driving continuous improvement and quality outcomes.
- Employs systems, processes, and workflows that help others deliver results without intensive managerial involvement.
- Optimizes and integrates large-scale systems to improve quality and service.
- Accepts responsibility for successes and failures of own work and the team’s work.
- Holds self and team accountable for outcomes (e.g., achieving goals and complying with policies and procedures).
- Monitors metrics and milestones to chart progress against expectations and accountabilities.
- Designs feedback processes into the work.
- Demonstrates consistency between words and actions, gaining others' trust.
- Models reliability and ensures that the team meets its commitments.
- Maintains honesty and authenticity and encourages others to do the same.
- Is trusted to represent or protect the interests of others fairly.
- Addresses gaps in the workgroup’s ability to meet emerging customer needs.
- Gathers customer satisfaction input on behalf of the team.
- Holds others accountable for meeting customer needs.
- Aligns business processes to work with those of customers.
- Balances multiple projects or work streams to ensure progress is made.
- Pushes others to find ways to conserve resources.
- Marshals the resources (e.g., funding, equipment, processes, staffing) needed to accomplish team objectives.
- Gets the most out of the available team resources.
- Pushes others to achieve results.
- Leads others to persist despite setbacks or obstacles.
- Fosters a sense of urgency in the team for reaching goals and meeting deadlines.
- Drives a track record of success for the team.
- Credits others for their contributions and accomplishments.
- Encourages people to express their views openly.
- Facilitates effective collaboration among coworkers and external partners.
- Involves others in making decisions on behalf of the group.
- Portrays the organization in ways that entice others to join.
- Hires people who demonstrate long-term organizational fit and sustained contribution.
- Gains an understanding of candidates’ strengths and weaknesses.
- Pursues and attracts talented candidates for key roles.
- Empowers others with meaningful decision making and ownership.
- Ensures that all team members are motivated to work toward common goals.
- Celebrates the team’s successes along the way.
- Provides praise, recognition, and rewards for strong performance.
- Adapts or shifts priorities in response to the needs of clients, constituents, or the organization.
- Helps the workgroup adapt approach to new situations.
- Knows when to shift approach and when to stay the course in the face of changing demands.
- Sets an example of adaptability.
- Aligns own development plans with the goals and values of the organization.
- Continuously improves own leadership capabilities.
- Models personal development by continuously expanding own knowledge and skills.
- Pursues challenging assignments and career opportunities that stretch and build own capabilities.
Quality & On-Time ExcellenceDelivers accurate payroll, compliance and cycles on time, every time.Unified in IntegrityKeeps pay, performance and personal data confidential and decisions fair.Innovation, Frugality & SustainabilityUses automation and partners frugally to scale HR without proportional cost.Customer Centricity & Service ExcellenceDesigns processes around the needs of employees and managers.Ownership & Entrepreneurial SpiritOwns the people-process agenda end-to-end and drives it to adoption.